The Recruiting Brainfood Podcast

Brainfood Live On Air - Ep207 - Life and Times of a VC Portfolio Recruiter

Life & Times of a Portfolio Recruiter in VC

 

One of the most promising developments of the tech scale up era has been the recognition by Venture Capital firms that Talent is one of the critical components for success of the companies they invest in. The formation of the 'recruiter in residence' or 'Head of People' who work across the portfolio is one of the most interesting developments of the recruiter career path and one which brings unique challenges - neither fully in-house, nor exactly 3rd party, but something in between.

 

It's the topic of today's Brainfood Live, where we talk to Portfolio recruiters on the why this role is different, how to get good at it, and how to get on this career track if you are looking for it.

 

- What are the main differences between in-house, agency and portfolio recruiting?

- What things would you do differently if you could have the chance the do it again?

- How do you decide what projects to work on?

- Any tips for dealing with headstrong founders?

- What is the expectations from the partners?

- How do you measure success as a Portfolio recruiter?

- What are the skills required to be good at this type of recruitment?

- How do I get a job as a portfolio recruiter?

 

All this and more - we're with Catherine Allan, Head of Talent (OMERS Ventures), Adriana Hurduc, Strategic Talent Acquisition Manager (Calvary Ventures) & & Nico Blier-Silvestre, Partner, Platform (Dreamcraft VC)

 

 

 

Ep207 is sponsored by our buddies Starred

Starred is a Candidate Experience analytics platform that helps recruitment teams collect, analyze, benchmark, and act on candidate feedback at every stage of the recruitment process. Say goodbye to guesswork and hello to data-driven hiring. With actionable insights, you'll have a deeper understanding of your candidates' experiences so you can improve the recruitment process.

We combine insights from your candidates with hiring manager and recruiter feedback allowing you to get a 360 view of your recruitment operations. By pulling fields from your ATS, you can segment your insights on whatever level you want, think recruiter, hiring manager, department, job role, country, and many more.

Curious how leading names like Diageo, HelloFresh, Dropbox, Twilio, and Deloitte are leveraging Starred insights to make better hiring decisions? Have a look at our website, or book a demo with our team.

Brainfood Live On Air - Ep206 - Measuring the Impact of Employer Brand

How to Measure the Impact of Employer Brand?

 

Few people in recruiting would doubt the importance of Employer Brand, especially when hiring for the highly skilled, in-demand. In the world where the candidate retains high level expectations and has the research skills to unearth information about an employers reputation, it is more important than ever to make sure that companies have EB at the forefront of their attraction strategies. But how do we measure the impact of it?

 

- What is Employer Brand?

- Why is it important to measure the impact of EB?

- What information should we trust?

- What information is dangerous to trust too much?

- What are expected to be the collectors or source of this data?

- How do we do attribution?

- What are the quick and dirty solutions to getting some numbers in this?

 

All this and more on Brainfood Live On Air.

We're with Modiara Kamps, Head of Employer Branding (Boston Consulting Group), Lindsey Sanford, Director of Business Operations (Patreon), Ben Philips, Marketing & Brand Global Lead (IBM) & Andy Curlewis, Managing Director (Cielo Talent)

 

Ep206 is sponsored by our buddies Red Branch Media

At Red Branch Media, we prioritize our clients above all else. We recognize every business has individual marketing strategies and campaign requirements, so we work closely with you to create top-tier outcomes and revolutionize your marketing game. Our comprehensive memberships range from digital services to website development, laser-targeted digital ads, and more. No matter the type of campaign you require, you can trust we'll deliver. 

Visit redbranchmedia.com to get started.

Brainfood Live On Air - Ep205 - Moving to Skill Based Hiring (SBH)

Moving to Skills Based Hiring (SBH)

 

We've heard a great deal about Skills Based Hiring but what is it and what does it actually look like in practice? The movement away from hiring on bio / experience is welcome, as we know correlation is very weak before prior experience and job performance, but how exactly are we meant to identify people who can / want to do the job?

 

- What is SBH?

- Are certain job roles more suited to it than others?

- How do you understand what skills are required to do a job?

- Are we talking about personality traits?

- What kind of assessments are suitable for the task?

- What kind of business case can be made for SBH?

- Do recruiter skills change, in the context of SBH?

- What benefits can we expect, what challenges?

 

All this and more on Brainfood Live On Air.

We're with Andrea Marston, Senior Director Global Talent Acquisition (VMWare), Luke Davis, Founder (Diversify.io), Chantelle Jones, Talent Strategy Director, (Nash Squared) & Richard Bradley, VP, (Kelly Services)

 

We're on Friday 12th May, 2pm BST

 

Ep205 is sponsored by our buddies Symphony Talent

Symphony Talent combines CRM, career site, programmatic advertising and creative services for the most complete recruitment marketing and campaigning capabilities you'll find in one platform. Increase applicant flow, reduce hiring time and build a world class employer-of-choice employer brand with Symphony Talent's unique technology and services suite.

Need to improve your top of funnel talent acquisition? Contact one of our friendly team today.

Brainfood Live On Air - Ep204 - Measuring Quality of Hire

How To Measure Quality of Hire

 

Quality of Hire is without doubt the most important metric that CEO's care about. They want to hire the best people for the business and make sure that they are quickly up to productivity and adding competitive value to the business. And yet, Quality of Hire remains the metric is which least monitored by TA - why is this?

 

We're going to explore the context behind this measurement, why we think QofH is under utilised, and how it may be possible to implement if we want to change.

 

- What is Quality of Hire?

- Why do we think it is not measured by TA?

- Does HR own this metric as part of the responsibilities for Talent Management and Development?

- What role do Hiring Managers play in this measurement?

- If TA does connect QoH with hiring measures, what benefits can we expect?

- Are there any examples of TA being able to implement QoH?

- Do we think AI will help us solve these problems?

- How do we go about implementing QofH if we have not done it before?

 

All this and more on Brainfood Live On Air.

 

We're with proponents and opponents this week with Rob McIntosh, VP of Recruiting Solutions (PSG Global Solutions), Chloe Morrison, Recruiting Operations Programme Manager (Datadog), Chantelle Jones, Talent Strategy Director (Nash Squared) & Andrew Gadomski, Operations Research Senior Analyst within CISA (US Dept of Homeland Security

 

Ep204 is sponsored by our buddies Greenhouse

In today’s hiring landscape, everything worth doing is worth measuring. Whether you’re planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process.

To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment. 

Register for the Greenhouse Goals webinar to hear from top TA leaders how to set your team up for success in any hiring climate.

Brainfood Live On Air - Ep203 - How to Set Up an Elite Talent Analytics Function

How to set up an Elite Talent Analytics Function

 

We can't have a workable recruitment strategy if we don't have access to accurate, current and relevant information. Talent intelligence (external labour market) and Talent analytics (internal people analytics) are two halves of one of the most important functions leading recruitment teams are building in order to make data driven decisions on hiring.

 

But how do you start? This is topic of Brainfood Live On Air

 

- Talent Intelligence vs Talent Analytics - what's the difference?

- What talent information is relevant to the business?

- How universal or contextual is this information?

- Where does the information sit, how do we access this?

- What value do you (as leader) and the business (as customer) expect from Talent Analytics?

- Does this pertain to recruiting only, or to Talent management also?

- What tools can I use / should I use?

- What size organisation is ideal / mandatory for a Talent Analytics function?

- Can you give examples of where Talent Analytics has changed a decision for the better?

- For the worse?

- How does GAI impact the future of Talent analytics?

 

All this and more as we dive into the an importance niche in the Talent Acquisition. With Piret Luts, Global Head of Talent Analytics (Nortal), Facundo Tripodi, People Analytics Senior Manager (Medallia) & Allie Bleier, People Analytics Consulting Lead

 

 

Ep203 is sponsored by our buddies Greenhouse

In today’s hiring landscape, everything worth doing is worth measuring. Whether you’re planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process.

To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment. 

Register for the Greenhouse Goals webinarto hear from top TA leaders how to set your team up for success in any hiring climate.

 

Brainfood Live On Air - Ep202 - Recruitment Leadership in a Mega Scale Organisation

Recruitment Leadership in a Mega Scale Organisation

 

Most of us have had experience of SME and Corp size organisations, but few of us might have had the chance to work at truly mega scale organisations. What is it like to be working for an organisation with tens of thousands of employees? How do you do TA leadership in an environment like this - what are the things you have to do which differ from leadership at smaller scale?

 

We're delighted to host the recruiting legend that is Andy Headworth and interview him on his experience at as Deputy Director of TA at HMRC

 

- What do outsiders need to know about recruiting at HMRC?

- How does it differ from other government departments?

- What does a person transitioning from private sector most need to know?

- What are the most important constraints?

- What are the competitive advantages?

- Personal skills - how would you prioritise the skills required to lead a department in this organisation?

- What are the main reasons why a recruiter should look at mega scale organisations for a career?

 

 

Ep202 is sponsored by our buddies Willo

 

Speaking to candidates on Zoom, Teams or Skype and It’s a great way to meet people, but it can also exhausting, inefficient and inconvenient

Willo has taken the interviewing process and brought it into the 21st century. They looked at all the negatives of traditional interviews like scheduling, fatigue, anxiety and travel, and created a virtual interview process that candidates actually love - and they have an NPS score to prove it...

 

They also have native integrations with Workable, Greenhouse and Zapier, so you can automate your selection process, cast a wider net, and really scale things up.

 

Get 10% off when you signup at willo.video, that's W-i-l-l-o dot video with coupon 'brainfood'.

Brainfood Live On Air - Ep201 - Prompt Engineering for Sourcers

Prompt Engineering for Sourcing

We can already predict that 'prompt' is going to be the Word of the Year 2023.

The idea that we can get good at asking and contextualising questions has probably never come up before, but now that the outputs we want from generative AI is dependent on how skilfully we communicate what we want to the LLM that powers the AI, it has become a skill that we must develop. Already, "Prompt Engineer" has become a job, and so we have got to ask, is this the Sourcing, and if so how can we get good at it?

 

- History of Sourcing

- What is different between Sourcing vs Prompt Engineering?

- Can't I just ask the AI what the best prompt is?

- What kind of elements make a good prompt?

- Have we developed a 'golden set' of prompts which universally improve the outputs?

- Do prompts differ according to application (like sourcing does across search engines)

- What recruiter specific prompts are working best

- Compare Bing / Bard / ChatGPT / Other

- What are the best resources for Prompt Engineering online

 

All this and more as we bring together the leading sourcers who are also becoming leading prompt engineers for recruitment -  Denys Dinkevych, Global Talent Sourcer, Irina Shamaeva, Partner (Brain Gain Recruiting) & Greg Hawkes, Principal Sourcing Leader M&T Bank. We're on Friday 14th April, 2pm BST

Ep201 is supported by PitchMe

 

PitchMe helps recruiters hire faster and cut costs by automatically sourcing, updating and shortlisting candidates in their ATS.

Their data-driven technology automates sourcing, updating and shortlisting to enable recruiters to spend more time getting to know their talent, rather than updating databases. PitchMe’s smart solution draws data from 30+ digital sources to build accurate, in-depth and up-to-date profiles of candidates, and uses objective and unbiased skills assessment to rank the best candidates for every role.

Brainfood Live On Air - Ep200 - Supercharge Recruitment Marketing with AI

Supercharge your Recruitment Marketing with AI

Recruiters have been going crazy about the AI revolution but most of what we have been doing has been focused on direct candidate acquisition. What are other adjacent disciplines doing with Generative AI? I'm finding that recruitment marketers are doing some crazy things with AI, short circuiting processes which in usual case would take days and weeks. Whether it is image creation, video generation, lead research or process optimisation, we're going to take a deep dive with industry heroes who have taken a hands on approach to supercharging their recruitment marketing

 

- What gains have you made with Generative AI?

- How have you used this for content?

- How have you used it for relationship management?

- How has AI helped with distribution, or has it not?

- Has AI helped close customers? In what way?

- What are the most useful tools today?

- Lets have a look at some recipes

- Into the future - where do we go from here?

 

We're with Sara Dalsfelt, Head of Brand & Community (Adway), Martyn Redstone, Founder (BotJobs), Bobby Leonard, MD (The Recruitment Events Co), Sam Berthoud, Director of Account Management (hackajob) & friends 

 

Ep200 is sponsored by our buddies Adway

 👉 5 x relevant applicants per tech vacancy

 👉 200% increase in fill rate

 👉 Zero time spent sourcing

 👉Half the recruitment marketing costs

 👉When hiring senior tech talent?

That’s what tech consulting firm, ELITS were able to achieve using Adway’s Automated Social Recruitment Marketing platform!

Adway provides ambitious talent acquisition teams with a fully automated platform to ensure more, relevant candidates at scale whilst simultaneously getting your employer branding to market.

Want to know how they did it? Check out the case study here:

https://lp.adway.ai/case-elits-adway-tech-talent-sourcing

Brainfood Live On Air - Ep199 - Tech Layoffs & the Tech Job Market - From the Developers POV

Tech Layoffs & the Tech Job Market: From the Developers POV

 

There's probably no bigger story in the world of recruitment that the Big Tech Winter - led by VC backed scale ups who started make big staffing cuts, followed by the FAANG who have all made unprecedented cuts to staffing. What does this mean for the tech labour market? What indeed, do the engineers themselves think of the situation?

 

We are going to learn directly from the software engineering community and platform them to tell us what they think the market looks like. As tech recruiters you will learn

 

- Developer mindset to new opportunity

- Most important reasons to move

- Value of Flexible working

- Value of equity / stock options

- What has the compensation rate been?

- What industries are most attractive for software engineers

- What industries are engineers avoiding?

- What technologies / tools / frameworks does it matter?

- What about GAI - how does this impact job discovery as a software engineer?

- Where the places developers go to look for jobs?

 

We're with Ollie Glass, Data Engineer, Tancredi Trugenberger, Senior Front End Engineer, Alla Pavlova, Recruiter (Riot Games), Iwan Gulenko, Founder (CoderFit), Fabrizio Moscon, CTO (Ninety Nine) on Friday 31st March, 2pm BST

 

 

Ep199 is sponsored by our buddies CodeSignal

CodeSignal is how companies can identify the right candidates with the right skills – even if they don’t have the “right” profile. We provide everything from initial assessments to technical 

screens and onsite interviews.

For too long companies have spent too much time sifting through all the noise produced by traditional resumes, inconsistent interviews, and homegrown assessments when all they really want to know is how well this person can do the job.

Want to learn more about going beyond the noise in technical hiring? Learn how to go beyond the noise.

Brainfood Live On Air - Ep198 - Mental Challenges of the Neurodiverse - Real Talk from Recruitment Heroes

Mental Challenge of the Neurodiverse: Real Talk from Recruiter Heroes

 

Important change of pace to Brainfood Live today. I was approached by Balazs, Michael and Vanessa to do a show on the topic of neurodiversity within our OWN community, and especially on the value from confessionals which can help others understand the different types of neurodiversity, how they can be manifested and expressed, what challenges this can mean for the individual and what challenges it can mean for others around them!

 

This is real talk folks from friends who are prepared to care and share. Nobody is going to be an expert here, we are all just going to talk about what we know and how simply doing that may be step 1 in creating a healthier environment for human relations.

 

We're with Vanessa Raath, Founder (Talent Hunter), Michael 'Batman' Cohen, Founder (Wayne Technologies), Balazs Paroczay, Founder, (The Source Code Agency)

 

 

 

Ep198 is sponsored by our buddies Symphony Talent

Symphony Talent combines CRM, career site, programmatic advertising and creative services for the most complete recruitment marketing and campaigning capabilities you'll find in one platform. Increase applicant flow, reduce hiring time and build a world class employer-of-choice employer brand with Symphony Talent's unique technology and services suite.

Need to improve your top of funnel talent acquisition? Contact one of our friendly team today.